1. State That Your Patient Is Pregnant Or Postpartum. the Pregnancy 2

Louisiana Guidelines for Drafting Work Accommodation Notes for Pregnant and Postpartum Patients *These guidelines apply only in Louisiana. Visit the Pregnant@Work website (www.pregnantatwork.org) for other states. ACOG’s Committee Opinion on Employment Considerations (#733) recommends that obstetric care providers assist their patients to obtain accommodations by writing appropriate notes to employers following these state-specific guidelines. Attached as Appendix A is a sample work note that maximizes the likelihood that your patient will receive the accommodation she needs to continue working. Louisiana law1 requires employers with 25 or more employees: • To temporarily transfer a pregnant employee to a less strenuous or hazardous position based on the advice of her physician, where a position exists and is open, and where the pregnant woman is qualified to perform the job. • To provide leave to a woman who is disabled on account of pregnancy, childbirth, or a related medical condition, during the period of her disability, but for no more than 4 months. Federal and state law may also require employers to provide a pregnant woman accommodations other than transfer or leave, so she can continue working safely. Health care providers can play an important role in enabling patients to receive the accommodations they need to keep their jobs during pregnancy and following childbirth. In most cases, the goal is to write a note that will assist your patient to receive the accommodation she needs to continue working and earning an income for the family she supports. Before you recommend that a pregnant patient take leave or adopt a reduced schedule, see “Caution: Recommending leave” under #6 below. For patients requiring lactation accommodations (e.g., breaks and space for pumping breast milk), review our separate guidelines for writing effective lactation accommodation notes at the Pregnant@Work website’s page for Helping Patients Seek Breastfeeding Accommodations. An effective pregnancy or postpartum accommodation work note includes 7 components: 1. State that your patient is pregnant or postpartum. The Pregnancy Discrimination Act requires employers to accommodate pregnant and postpartum women to the same extent as they accommodate other non-pregnant employees who have similar work limitations. To triggers the protections of this law, as well as Louisiana law, your patient must reveal that she is pregnant or recently gave birth. What if my patient does not want to reveal her pregnancy to her employer? That is her choice, but she may be less likely to receive the accommodation she needs. 2. Identify your patient’s medical condition(s) and the bodily system(s) impaired. Identifying this information in the note will demonstrate to your patient’s 1 La. Rev. Stat. §§ 23:341-342. 1 employer that she has an impairment that constitutes a disability under the Americans with Disabilities Act, and therefore is entitled to an accommodation under the law. See Appendix C for a list of medical conditions commonly associated with pregnancy. Examples include: • Gestational Diabetes, an impairment of the endocrine system • Sciatica/severe back pain, an impairment of the musculoskeletal system • Migraine headaches, an impairment of the cardiovascular and nervous systems • Recurrent urinary tract infections, an impairment of the genitourinary system Tip: It is useful to identify a specific medical diagnosis and the bodily system it impairs, if possible. For example, state that your patient has been diagnosed with “hyperemesis gravidarum, an impairment of the digestive and reproductive systems,” instead of simply saying she has “morning sickness.” What if my patient does not have an identifiable medical condition or does not want to disclose it for privacy reasons? You will increase the likelihood that your patient will receive an accommodation by identifying a specific medical condition in your note. If your patient does not want to disclose her diagnosis, you should ask your patient if she is comfortable disclosing the bodily systems the condition impairs. (E.g., instead of disclosing “depression and anxiety,” state that patient has “a medical condition that impairs the cardiovascular, immune, and brain systems.”) If your patient does not provide her employer documentation of her impairment, she will not be entitled to an accommodation under the Americans with Disabilities Act or Louisiana’s pregnancy disability leave law. Patients who do not disclose their medical condition may still be entitled to protection under other laws, including receiving a temporary transfer to a less hazardous or strenuous position, if such a position is open and your patient is qualified for it. Because a temporary transfer may not be available or your patient may need an accommodation other than a transfer, it is recommended that you identify an existing medical condition in your note, to increase the likelihood that your patient will be accommodated. A sample work note that does not disclose any information about a medical condition is attached as Appendix B. 3. Identify major life activities that are substantially limited by your patient’s medical condition. This will demonstrate for the employer that your patient has an impairment covered by the Americans with Disabilities Act and state accommodation laws. E.g., You may write: “XYZ medical condition substantially limits patient’s ability to [eat, sleep, bend, reach, stand, walk, lift, communicate, concentrate, think, perform manual tasks, care for herself, work, or any other life activity impaired].” FYI: “Substantially limits” means substantially limits as compared to the rest of the general population, before any ameliorative actions have been taken to treat the condition. Under the law, “substantially limits” is construed broadly. 2 4. Precisely identify your patient’s limitation(s). Identify exactly what your patient requires to work safely. Do not impose limitations that are not necessary, because if there is no accommodation available, your patient could be sent out on leave. Examples of specific, clear limitations include: • Is unable to stand for more than one hour without fifteen minutes of sitting • Must eat snacks every two or three hours throughout the day • May not lift more than 50 pounds more than three times per day • Must consume water approximately every 10 minutes throughout the day • May not be exposed to [specific toxin] • May not be put at risk of being kicked in the stomach • May not climb ladders CAUTION: Avoid recommending limitations that are too vague or overly broad. For example, DO NOT recommend: • “Light duty.” Instead, specify the maximum number of pounds the patient can safely lift, that she can only be on her feet X amount without a rest break, etc. • “No stress.” This typically will cause a patient to lose her job. What employer can guarantee a stress-free job? • “No physical activity.” Be more specific; few jobs require no physical activity at all. 5. Affirmatively state that your patient is able to continue working with a reasonable accommodation. Omit this step if you recommend full-time leave. 6. Recommend reasonable accommodation(s). Patients typically have a better chance of receiving the accommodations they need if their health care provider identifies them. • A reasonable accommodation is any change in the work environment or in the way a job is customarily done that would enable the pregnant or postpartum employee to satisfactorily perform the essential duties of her job, without imposing an undue difficulty or expense on her employer. Speak with your patient about what may be possible at her workplace. • What if you don’t know enough about your patient’s workplace to recommend an accommodation? So long as you clearly explain the patient’s known limitations (#4 above), you are not required to recommend a specific accommodation. If you do recommend an accommodation, it is important to be as specific and clear as possible in making your recommendation. • Caution: Recommending leave. Under Louisiana law, employers with 25 or more employees are required to give women disabled by pregnancy, childbirth, or related medical conditions leave from work during the period of their disability, but for no longer than 4 months. Your patient should consider two factors before taking leave. First, leave is often unpaid. Second, most employees 3 have limited leave time, or no leave time. If your patient exhausts her leave before she is able to return to work, she may be fired. o During Pregnancy: Before recommending that your patient take leave during pregnancy, consider that if she goes out early in her pregnancy, she may exhaust her leave and have none available during the final weeks of pregnancy and following childbirth. You should discuss with your patient other accommodations that will allow her to continue working. The requirement that employers provide leave for up to 4 months applies only to employers with 25 or more employees and to women who are disabled by pregnancy. Other women may be entitled to leave under other laws or employer policies, but such leave is usually limited. If your patient’s leave runs out before your patient is ready to come back to work, she may lose her job as a result. o Postpartum: Your patient may be entitled to take leave following childbirth for recovery and bonding with her newborn. She may also be entitled to take leave for postpartum pregnancy-related conditions (e.g., depression or anxiety). To learn about the laws that may provide your patient a right to take leave postpartum, visit the Babygate website. • Caution: Recommending a reduced schedule: A woman whose health care provider recommends a reduced schedule (e.g., part time work) typically uses up her leave on a pro rata basis. • If your patient is fired for taking leave or unsure of her leave eligibility, advise her to contact WorkLife Law’s free legal hotline without delay (see below). *Appendix C to this document is a chart of typical pregnancy-related conditions and accommodations that may be appropriate in addressing them.

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